In a BLR webinar entitled "Compensation Plan Design: The Three Cs for Achieving Success," Brooke Green, founding principal with Presidio Pay Advisors and Mary Topliff, Esq., founder of Mary L. Topliff law offices in San Francisco described the different ways data may be collected for during a Compensation Review and/or Fair Labor Standards Act (FLSA) Analysis.
- Job titles. Job titles don't always tell the whole story. A similar title may mean something entirely different in another company or even another department.
- Job descriptions. This would be required at the very minimum. Sometimes there are blended roles or a job has evolved since it was originally defined. Organizational charts are also helpful in determining the scope of the job.
- Questionnaires. These can help determine what an employee is actually doing and if a person is exercising discretion and independent judgment in the position. These can be developed into a job description going forward.
- Interviews. An interview of the manager can help flesh out the employee questionnaire.
- Observation. This can provide the best information about the job itself.
Brooke Green is a founding principal with Presidio Pay Advisors (www.presidiopay.com) where she provides consulting advice and implementation assistance to clients with compensation support needs. Mary Topliff, Esq. founded the law offices of Mary L. Topliff in San Francisco (www.joblaw.com) after practicing civil and employment litigation for nine years. The firm specializes in employment law counseling, training and compliance.